You didn’t make the workplace awards list. Now what?
Finding out you didn’t earn a workplace award can sting a bit. Whether it’s recognition tied to culture, engagement, or being seen as a top employer, the outcome feels personal. You put time and effort into the application. You communicated your strategy to your team. You hoped the outcome would reflect the culture you’ve been working hard to build. And then… the email arrives. You didn’t make the list of award-winning workplaces.
Here’s the good news: this isn’t the end of your story. It’s just a new chapter—and one that holds more opportunity than you might realize.
So, where do you go from here? You already did something powerful by asking for feedback. Now it’s time to use it. These next steps will help you reflect, realign, and rebuild momentum—because missing the list doesn’t mean your culture isn’t strong. It just means there’s more to learn.
Step 1: Allow for Reflection and Celebration
Take a breath. You might feel disappointed, frustrated, or even confused. It’s okay to feel all of these at once. But before you shift into analysis mode, pause for a moment of reflection.
What did you hope the recognition would confirm about your organization? What did “making the list” represent to you?
Let yourself explore two paths of reflection:
- Reconnect with your WHY. Why did you apply in the first place? Was it to attract top talent, benchmark your culture, boost retention, or validate your employee experience? Your reason matters, and now’s the time to re-center on it.
- Celebrate the participation of your employees. You asked, and your employees answered. That alone sets you apart. You now have employee feedback in your hands—real insights about their experience. That’s a win, even if it didn’t come with a trophy.
As I often say, you asked your employees for feedback, and they answered. That’s worth celebrating! 🎉
Step 2: Look at the Bigger Picture
Not making the list doesn’t mean your culture isn’t strong. It could mean you were up against some strong competition.
These award programs often attract exceptional organizations. If you’re not on the list, it doesn’t automatically signal something is wrong. It may mean your strengths didn’t align with the specific criteria—or that your culture hasn’t yet reached the recognition threshold. Either way, it’s valuable context.
The key question to ask yourself now is: Did your application highlight the strengths of your culture in a way that reflects the employee experience you’ve worked hard to build?
Workplace culture isn’t built for judges or titles. It’s built for your people. The best awards are simply a reflection of the strong foundation you’ve already created. Keep your focus there.
Step 3: Use the Feedback—It’s a Gift
You asked. Your employees spoke. And while the results may not have landed you on a list this time, what you received is even more valuable: insight.
Employee feedback is a roadmap. It shows you where you’re on track—and where things may need some attention. Resist the urge to dismiss or explain away the feedback. Instead, look for the themes. What’s working well? What’s missing?
Don’t let yourself get stuck in analysis paralysis. Start by reviewing the results with your leadership team, identifying highlights and gaps, and keeping your WHY front and center.
Want more guidance? Check out striveHR’s blog on 6 Action Steps to Take After Getting Your Employee Engagement Survey Results for a clear plan to move forward.
And if you’re not sure where to begin or how to interpret the data in a meaningful way, consider bringing in an expert, such as striveHR—who can help you turn raw feedback into a practical, strategic plan your team can rally behind.
Use this moment as a launchpad, not a letdown. The organizations that grow are the ones that listen—really listen—and use that feedback to fuel progress.
Step 4: Take Action and Build Momentum
Let’s bring it back to your WHY. Why did you apply? What were you hoping to learn—or change? Now that you have data in hand, it’s time to get focused.
Start by identifying 3 to 5 key areas for improvement. That’s it. Don’t try to fix everything at once. The most successful cultures are built one intentional step at a time.
From there:
- Communicate what you’ve learned.
- Share what you’re working on.
- Invite your employees into the process.
This is where momentum begins—not with the award, but with what you do after the results come in.
Conclusion: The Best Organizations Don’t Just Chase Awards—They Build Great Workplaces
Not making the list doesn’t define your culture. What you do next does.
Use this moment to recommit—not to a title, but to your people. To listening. To growing. To building a workplace where recognition is just the byproduct of something even more meaningful.
Because the truth is, the most impactful workplaces don’t stop when the results come in. They reflect, refocus, keep showing up for their people, and strive for continuous improvement—every day.
You’ve got this. And if you’d like support turning your feedback into a plan for progress, I’m here to help.
Want more ideas and inspiration to strengthen your culture? Check out my chapter, “Becoming an Award-Winning Workplace,” in the book CULTURE IMPACT. You’ll find strategies to help you create a workplace culture that attracts and keeps great talent.
